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A STUDY OF EMOTIONAL INTELLIGENCE AS IT RELATES TO ORGANIZATIONAL OUTCOMES BEYOND WHAT IS CONTRIBUTED BY PERSONALITY


Michelle C. Engstrom
Loyola University Chicago
Abstract

            This study explores the relationship between psychological type (as measured by the Myers-Briggs Type Indicator® - MBTI®) and emotional intelligence (as measured by the Emotional Quotient Inventory® - EQ-i®) and how they relate to work outcomes, specifically job satisfaction (as measured by the Job Satisfaction Survey© - JSS adjusted) and organizational commitment (as measured by the Organizational Commitment Questionnaire). Survey instruments were administered on-line via the researcher’s website. Participants were active Chicago Police Department sergeants. Survey sample sizes ranged from 179 (EQ-i) to 245 (JSS). Canonical correlation analysis and hierarchical multiple regression analysis were used to examine the relationships among the data from 131 participants who completed all four survey instruments. In the first canonical function, emotional intelligence correlated with job satisfaction and organizational commitment. The significance of an overall relationship was established by Wilks’s λ = .741, p < .001. Hierarchical multiple regression analysis confirmed the contribution of psychological type and also supported the hypotheses that emotional intelligence contributes to organizational outcomes over and above psychological type. However, when the opposite dependent variable (JSS or OCQ) was controlled for, the effect of emotional intelligence was lessened and no longer significant. Multiple regression analysis supported the existence of a partial relationship between psychological type and emotional intelligence.

 

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